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Marijuana Legalization by State.
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Our intent is to make Massachusetts drug screening compliance as simple as possible. You don’t have to be a constitutional law scholar to conduct workplace drug testing in Massachusetts.
Massachusetts is a “mandatory” state, which means any private employer wishing to conduct drug and/or alcohol testing of non-regulated employees within this state must do so according to the Constitution, statutes, regulations, and court decisions that apply.
The rules in Massachusetts do not derive from a statute specifically directed at limiting workplace drug testing. No such statute exists in Massachusetts. Instead, Massachusetts’s rules stem from related court decisions.
This overview is to introduce you to the nature and history of the state’s workplace drug testing rules and to provide a basic understanding of the compliance issues you may face when testing in Massachusetts.
In 1994, the Supreme Court of Massachusetts addressed the question of private workplace drug testing. The Court balanced the interests of the parties and, based upon the nature of the job responsibilities of the two employees involved, ruled in favor of one employee but not the other. The Court made it clear that employers in Massachusetts do not have unlimited ability to interfere with the privacy interests of their employees when it comes to random drug testing.
Q1. Can I request an observed drug test for my employees in Massachusetts? Yes:
Answer is “No”
Observed collection of a sample should not take place due to court case Webster VS Motorola, Inc.
418 Mass. 425, 637 N.E. 2d 203 (1994)
This material is time sensitive. Contact us for updates. This information is subject to frequent change through legislative and court action.
All materials in this page and accompanying information are for general educational purposes and not intended to provide legal, scientific or medical advice. Consult with an appropriate professional to address specific issues.
Medical Use: Employers are not required to accommodate the use of medical marijuana during working hours. If an employee that uses medical marijuana to treat a disability has the right to a reasonable accommodation under the state disability discrimination law. This same law, states employers with 4 or more employees that use medical marijuana must accommodate off-duty use.
Personal Use: Individuals who are at least 21 years old can use, grow, and possess marijuana. The measure stipulated that individuals could possess less than ten ounces of marijuana inside their homes and under one ounce in public. Individuals can also grow up to six marijuana plants in their homes. Employers are not required to accommodate recreational marijuana users in the workplace. They can enforce drug abuse policies restricting marijuana from being consumed by employees and applicants.
For more information regarding marijuana at work refer to Info Cubic’s Drug Screening compliance corner
James Webster and Michael Joyce VS Motorola Communications.
The court concluded in balance Motorola’s legitimate business interest outweighed the privacy rights of Webster.
The Court concluded that Motorola’s interests outweighed those of Mr. Joyce as he was a technical editor and presented no threat to safety.
The Motorola case and those upon which it relied showed the need to balance the rights of employees against those of the employer and recommend to have that developed in the beginning of your company policy.